• Although the contract states a 5.5-day work week with alternate Saturdays off, staff are often asked to provide last-minute relief—even on weekends when they are scheduled to be off—while HQ staff are allowed to work from home.
• Site staff who work 5 days a week are not allowed to claim replacement leave when public holidays fall on weekends, with statements like “I was generous enough not to transfer you to a full 5.5-day site” being used to justify it.
• Expected to work on weekends and be contactable during off-hours. Not being responsive is seen as lacking capability to work closely with management.
• Malaysian staff are not allowed to return home during off days and must be on standby without extra pay or allowances.
• Foreign staff are told that working in Singapore requires them to sacrifice their personal time.
• If you’re overseas—even on a scheduled off day—you are required to apply for leave.
• Management operates based on personal preference. Those they favor tend to receive better treatment and opportunities.
• Management often argues emotionally during meetings in front of staff, creating an unprofessional and uncomfortable environment.
• A director overseeing HQ Admin, Finance, and HR frequently interferes with the operations team despite lacking relevant operational experience.
• Staff are required to wear a company T-shirt every Monday, but new hires must purchase it themselves and can only claim reimbursement after three months of service.
• Benefits appear to be flexible for family members in the management team but inconsistent or less favorable for other staff. Policies may shift depending on personal moods.
• Some leaders or center managers are seen taking coffee breaks during working hours while delaying tasks.
• Company incentive trips are consistently reserved for management team members, with no slots offered to ground-level staff regardless of performance or contribution.